I've underachieved all my life but I don't want this to hold me back

I am a 31-year-old man with a shaky educational record and underachieving work history. I dropped out of my last full-time degree course due to depression and financial problems even though I was doing well. I have a good diploma in logistics, which I got seven years ago, but I did not have the confidence to apply for jobs in that industry so I ended up driving LGVs for agencies.

I have now sorted out my emotional maturity and re-enrolled in a part-time engineering degree that is going well. I will be 35 when I graduate but in the meantime I really wish to get into a role with an engineering company that will benefit my studies. I have quite a bit of practical amateur engineering experience but not much proof of it other than photos. How do I get my foot in the door of a professional engineering firm with a patchy work and education history?

You don't need me to tell you that it won't be easy. But if you're totally straight and honest in your approach, it won't be impossible. Whatever you do, don't try to fudge things. Be as open with potential employers as you've been with me. The fact that you've signed on for your part-time engineering degree is hugely helpful evidence that you've sorted yourself out and are determined to make it. If you can get a character reference and progress report from your part-time college, that would help, too. A few enlightened companies may find your application particularly interesting – not because they feel sorry for you but because they believe the fact that you've faced down and overcome your problems could make you an unusually committed employee. That's what you'll need to emphasise.

My freelance staff steal ideas and pass them off as their own

I am director of a small non-profit company that develops and delivers some excellent work in communities. Recently, one of our team members left to freelance. Soon after, the former staff member was publishing promotional material about their work experience almost exclusively listing project titles belonging to the non-profit company but omitting to mention its name, making it appear that they had single-handedly accomplished all the work. I challenged them about this and they said they would change it; in the least visible way they did, but they continue to use copyrighted materials, which are not properly credited.

Now a current employee has begun to freelance. This person recently delivered a job where they wanted to showcase examples of work done in the company; I agreed as long as the company was credited fully. After they delivered the work, I saw the materials they had used in their freelance capacity and, although the company was credited, the focus of the work was based on one of the company's latest projects that is just about to go live. There was no mention of this so it appeared as if this was a completely new idea.

All employees have a contract that clearly states whatever work/ideas are created in the company are the property of the company. It also has a non-compete clause. Although individual employees make valuable contributions to all the company's work, they have never been solely responsible for it; the ideas and products are the result of team work. The company is too small to always employ everyone full-time. However, if the company's intellectual property is used for individual gain, that is in direct competition with the company and results at the least in confusion and ultimately in a loss of business if individuals are contacted directly.

Although employees could be reminded that they are in breach of contract, they know that we would not have the resources to enforce it. Our sector is small and such action could jeopardise business for all of us. Aside from only employing staff full-time and banning freelance work, what can be done? Is it a symptom of the fact that employees/ex-employees don't feel they are sufficiently credited that pushes them to act in extreme ways? If so, how would you suggest they might feel happier without compromising the company's goals?

Based on what you say, I'm ruling out all action based on the fierce enforcement of your rights. Both staff and ex-staff know that, if you said this as your intention, it would not only be an empty threat but it could damage your business. You also know that you can't employ only full-time staff who are contractually prohibited from taking on freelance work. So, realistically, if strict regulation isn't open to you, you're left with communication and persuasion; and that's almost certainly the best route anyway.

As far as your existing employees are concerned, I suggest you should treat them more as partners than as workers – and one way would be through a company brochure. Ostensibly for external consumption only, a brochure gives you the opportunity to spell out your company's principles internally as well. While making it clear that all work produced is the result of team work, you can also publicly credit your staff on an individual basis, so giving them the recognition they deserve. Maybe even invite staff to contribute articles with bylines. The more you involve them, the more pride they'll take in the work of their company; and the more clearly they'll recognise that, by claiming more than their rightful share of credit, they can only damage the company to the detriment of everyone.

As far as ex-employees are concerned, the fact that your sector is an intimate one can be of value to you. If word gets around that certain people are claiming, if only by implication, more credit for work than they deserve, it should act as a disincentive.

For Jeremy's advice on a work issue, send a brief email to dear.jeremy@guardian.co.uk. Please note that he is unable to answer questions of a legal nature or reply personally

Readers' response

• Re: My civil service line manager makes me feel I'll fail probation (Dear Jeremy, 23 January). A few years ago I was also in this situation after joining the civil service. My line manager found fault with my work every day. The department was run like a prison with rules for everything, no one could use their own initiate; even the smallest decision had to be taken by her. Despite trying my hardest nothing was ever good enough. I tried speaking to her alone several times to try and improve the situation but eventually I opted to leave. Once other people knew I was leaving they revealed that I was just one of many who faced the same problems with her. She always used my probationary year to frighten me, however, the bureaucracy worked on my behalf since to fail me would mean a form-filling nightmare for her. I doubt your manager will ever change, I would say seek out a more senior colleague you trust and ask for their help, learn all you can and be ready to move on, this is what I did and I am now with a kind supportive manager who trusts and values me. Good luck. E Glenn

• I agree with your response, but wanted to highlight Unison research around female v female bullying (http://tinyurl.com/ycgdpb). The examples cited are more extreme than that experienced by your correspondent, but it might be of value for her to know this is a very common, but serious, experience. Liz